"We sincerely appreciate GSourcers for their dedicated support and innovative, fresh thinking. Their assistance is consistently valuable in helping our company achieve its goals."
Dee van Enter Lead Specialist: Organizational Design & HRBP
Get your EMEA Talent Pipeline Projects Done
We provide you with hard-to-find talent pools.
How It Works
We've Helped Global Companies Enter New Markets
Across Africa, parts of Europe and Middle East.
Suivez cette vidéo Explicative en Français
Pipeline de Talent : Fini l'urgence. Pour vos postes de direction spécifiques, GSourcers bâtit de manière proactive un pipeline de talents de haut niveau. Nous identifions, engageons et sensibilisons ces profils à votre culture, bien avant le besoin. Le recrutement long et coûteux devient alors un simple processus de placement grâce à une réserve de candidats chauds et intéressés.
Watch this explainer Video in English
Eliminate urgency. For your specific executive positions, GSourcers proactively builds a pipeline of high-level talent. We identify, engage, and sensitize these profiles to your culture, well in advance of the need. Long and expensive recruitment then becomes a simple placement process thanks to a pool of warm and interested candidates.
Talent Mapping and Pipelining
Using in-depth research to identify potential candidates from various sources, including professional networks, online databases, social media, and competitor companies.
Market Intelligence and Data Analytics
Providing insights into market rates, talent availability, and competitive landscapes within specific industries or locations. To help you develop recruiting strategies and competitive compensation packages.
Targeted Sourcing
Proactively building a database of qualified candidates for future opportunities, which helps reduce the time-to-fill when a vacancy arises.
Candidate Engagement and Communication
Acting as an intermediary to establish rapport, present opportunities confidentially, manage communication, and coordinate interview logistics between the client and candidates.
Submit your project
Some of the industries covered
Paper & Pulp
We have helped global players enter and grow with the the EMEA markets since 2009
FMCG
Fast-moving consumer goods, are everyday products sold quickly at a low cost.
Telecoms & Technology
Telecommunications, digital tools, systems, and software (technology) that enables modern connectivity.
Oil and Gas
The industry encompasses exploration, extraction, refining, transportation, and marketing
Reach out
GSourcers prioritizes 100% client satisfaction. We prepared these FAQs as a short user guide to help you maximize the intelligence within this Talent Market Report, especially if you have limited Excel knowledge. Find more guidance on our online FAQs page.
The Desktop Mapping Report
What it is: A strategic tool to focus recruiting and sourcing efforts long-term. It helps identify candidates not just for the current position, but also for future openings and roles (senior or junior) requiring similar skills. It is based on assessing competitors and industry leaders.
What it’s for: Its ultimate goal is to advance succession planning by anticipating long-term needs and guiding how to fill positions proactively. Benefits include gaining a competitive advantage, understanding market trends, and reducing costs and reliance on external agencies.
Benefits: It shifts your organization from reactive contingency hiring to a proactive strategy. It helps anticipate future openings, build strong relationships with top industry talent for future recruitment, and aids in managing the employer brand.
Report Longevity & Updates
The report will not become useless as talent mapping is an ongoing process that requires constant updating.
It focuses on finding the very best candidate, period, not just the best available one.
GSourcers offers to update the report every 6 or 12 months to maintain a constant $360^\circ$ view of talent movements in relevant markets.
How to Use the Document (Excel Tips)
Keyword/Candidate Search: Go to the “Talent Universe” sheet, use the “Find & Select” $\rightarrow$ “Find” function, and enter the keyword or candidate name.
Scrolling/Hidden Information: Double-click on lengthy cells in the “Additional Notes” section to enable scrolling using the keyboard Up/Down arrows (not the mouse scroll).
Optional Active Services
Active Talent Engagement/Headhunting: Yes. GSourcers can use third-party recruiting tactics to pursue passive candidates identified in the map, confirming interest, collecting salary data, and potentially CVs. This is beneficial for historically difficult-to-fill roles or when teams are over-capacitated.
Process: Begins with a pre-consult meeting to set timelines and expectations (SLA: 7–14 business days).
Guarantee/Data Validation: Yes. All reports include a 4-week post-sales support guarantee to validate contact details (email/mobile) for candidates you select for engagement at no additional cost.
Note: Desktop reports may have less complete data than a full talent mapping research project involving direct candidate contact (primary data collection).
Talent Community/Survey: Yes. GSourcers can conduct a Talent Survey to gauge a passive candidate’s interest in working for your brand in the future, getting their insights on your brand, and collecting key data (salary range, notice period, etc.) for succession planning.
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